Satisfactory Service Restored Career Ladder Service Salary Rates Payroll Actions Reduction in Force Salary Provisions The TDCJ reserves the right to change the provisions of these guidelines at any time. Nothing in these guidelines and procedures limits the executive director s authority to establish or revise human resources policy. These guidelines and procedures are adopted to guide the internal operations of the TDCJ and do not create any legally enforceable interest or limit the executive director s, deputy executive director s, or division directors authority to terminate an employee at will.
POLICY: The TDCJ promotes equal employment opportunity through a salary administration system designed to determine an employee s salary without regard to race, color, religion, sex gender , national origin, age, disability, genetic information, or Uniformed Services status. The TDCJ has zero tolerance for all forms of employment discrimination.
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No employee or applicant for employment shall be subjected to harassment or retaliation for opposing or reporting employment discrimination. Other terms having the same meaning are career path and career program. PD rev. Continuous onths of Correctional Career Position Service are months of service in one or more correctional career positions: 1 from current date of hire if an employee s only service from current date of hire is in a correctional career position; or 2 from an employee s last move to a correctional career position.
Such service does not include months of service prior to rehire or prior to moving to a non-correctional career position. NOTE: For the purpose of determining an employee s salary rate, months of service as a purchaser I, necessities officer shall be counted as months of service in an L position. Demotion is a change in duty assignment of an employee from one classified position to another classified position in a lower salary group e. Only a limited number of TDCJ positions are exempt positions not included in a classification salary schedule.
Interagency Transfer is the move of an employee from one state agency to another state agency via promotion, voluntary demotion, or lateral transfer without a break in service. Involuntary Demotion is a disciplinary action resulting in an involuntary change in duty assignment from one classified position to another classified position in a lower salary group e.
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A lateral transfer in the form of an administrative reassignment shall be into a position with a lower or same established rate in the same salary group e. Promotion is a change in duty assignment of an employee from one classified position to another classified position that: a is in a higher salary group with at least a 3 percent increase into or within Schedule A or at least a 3.
Reassignment, for the purpose of this directive, is a voluntary move from a non-ccp to a CCP via promotion, lateral transfer, or voluntary demotion. Reduction in Pay is a disciplinary action resulting in an involuntary and temporary decrease in salary rate within an employee s current salary group, includes a payroll action imposed in accordance with PD, General Rules of Conduct and Disciplinary Action Guidelines for Employees, or imposed as an element of a mediation agreement in accordance with PD, Independent Dismissal ediation and Dispute Resolution.
Salary Adjustment is the established salary rate increase that an employee receives when the employee meets the eligibility criteria to advance to a higher level within a career ladder. Supervisor of Correctional Officers is any of the following positions: sergeant, lieutenant, captain, and major of COs, assistant warden, and warden. Unit Pay Differential UPD , for the purpose of this directive, is a pay entitlement for unitbased employees in non-targeted unit positions and is not included in the established salary rate and not subject to salary provision calculations.
Voluntary Demotion is an employee-requested change in duty assignment from one classified position to another classified position in a salary group with a lower established salary rate. A voluntary demotion in the form of an administrative reassignment shall only be into a position with a lower or same established salary rate in a lower salary group. Voluntary demotions are requested by employees for personal reasons and are not due to the imposition of a disciplinary action.
Classification Salary Schedules The General Appropriations Act contains three classification salary schedules that identify the salary groups and salary ranges for full-time, part-time, and temporary classified positions. Salary Schedule A positions include administrative support, maintenance, service, para-professional, and technician positions. Salary Schedule B positions include professional and managerial positions.
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TDCJ positions shall be set at established salary rates reflected in the position postings. General Salary Provisions The general salary provisions in this section apply to non-targeted career positions. The established salary rate for an employee in or moving to a targeted career position shall be determined by the applicable procedures in Section IV or V of this directive, which generally specify the exact salary group and rate the employee shall receive. Established Salary Rate An employee s salary rate shall never be less than the established salary rate of the employee s position.
Code designations are assigned to job positions as follows. Code 3: Non-Targeted Unit UPD eligible Unit-based employees whose primary objective is providing and supporting direct offender operations. Promotions When an employee is promoted, the employee shall receive a salary rate increase. Promotion Within or Into Salary Schedule A The employee shall receive a salary rate at least one increment higher round up to the next whole dollar than the employee s current established salary rate or the established salary rate of the new position, whichever is higher.
Lateral Transfers The employee shall receive the established salary rate set in Salary Schedule C for that position. When an employee receives a lateral transfer within or into Salary Schedule A or B, the employee s salary rate shall go to the lower, same, or higher established salary rate of the position.
Voluntary Demotions The salary of an employee whose position has not been identified for deletion through a reduction in force RIF and who is voluntarily demoted shall be reduced to the established salary rate of a position with a lower or same established salary rate in a lower salary group.
If the employee s voluntary demotion is a result of a RIF, the procedures in Section VI of this directive shall apply. Reductions in Pay and Involuntary Demotions 1. General Provisions a. If an employee receives a reduction in pay, the employee s salary rate shall be reduced within the employee s current salary group. If an employee receives an involuntary demotion, the demotion shall be to a budget authorized position.
Reduction Within or Demotion Within or Into Salary Schedule A The employee shall receive a salary rate at least one increment below round down to the next whole dollar the established salary rate the employee was receiving before imposition of the disciplinary action.
Surviving Family Members of CPOs/COs (Chapter 615 Benefits)
A monetary loss greater than one increment is not required to be divisible by 3 percent. Upon imposition of a reduction in pay, the employee s salary rate shall be reduced to a salary rate lower than the employee s current salary rate as determined by the salary schedule. Upon imposition of an involuntary demotion, the employee shall receive the salary rate set in Salary Schedule C for the salary group to which the employee was demoted. Reduction in Pay An employee s reduction in pay shall be effective only for the number of disciplinary probation months concurrently imposed with the reduction in pay.
Upon completion of the applicable disciplinary probation months, the employee s prior salary rate shall be restored. A separate disciplinary action that does not include a reduction in pay shall not extend the number of months the reduction in pay is in effect. Involuntary Demotion 1 If the employee was involuntarily demoted within a career ladder, the employee s involuntary demotion shall be effective for the number of disciplinary probation months that were concurrently imposed with the involuntary demotion.
A subsequent disciplinary action that does not include involuntary demotion shall not extend the number of months that an involuntary demotion is in effect. Transfer from Exempt Position to Classified Position 1. Transfer to Salary Schedule A An employee shall receive a salary rate within the position s salary group not to exceed the employee s current exempt salary. Transfer Into Salary Schedules B or C An employee shall receive a salary rate within the position s salary group not to exceed the employee s current exempt salary or the maximum salary rate of the new salary group, whichever salary rate is lower.
During the fiscal biennium in which the employee transfers from an exempt position to a classified position, the employee shall not receive a higher salary rate. The employee shall receive a salary rate to be determined by the executive director. New and Rehired State Employees A new or rehired state employee shall be hired at the established salary rate of the position as reflected in the Human Resources Division position posting. Requests for an exception to this provision shall be submitted through the human resources director, who shall forward a recommendation to the executive director or designee for a final written decision prior to the payroll effective date.
Interagency Transfer The salary rate for an interagency transfer shall be determined by the procedures in Section II. B, C, or D for promotions, lateral transfers, or voluntary demotions. The employee s established salary rate shall be determined in the same manner as a new or rehired state employee in accordance with Section II.
I of this directive. An employee in a career ladder position may be required to meet that career ladder s unique criteria before being eligible to receive a salary adjustment. Consecutive onths of Service For the purpose of career ladder eligibility criteria, months of service shall be considered consecutive if there has not been any period of separation from employment break in service. Periods of leave without pay LWOP are not a break in service. If a criteria references consecutive months of career ladder service, the months of service that may be counted shall begin at the employee s current date of hire or the most recent date that the employee was placed into a career ladder level.
A full calendar month of LWOP shall postpone an employee s salary adjustment. Satisfactory Service Any day an employee is serving disciplinary probation shall not count as satisfactory service until the period of disciplinary probation has been successfully completed. Restored Career Ladder Service 1. An employee s prior months of disciplinary probation while in a career ladder shall count toward the employee s advancement within the career ladder if the employee has completed the probation.
If an employee is on disciplinary probation when the career ladder is due, the career ladder adjustment shall be effective the day after completion of disciplinary probation. Such months shall count toward the employee s next career ladder salary increase or increases. An employee being placed in one of these career ladders shall always receive a salary rate corresponding with a correctional career pay level identified on the FY FY Salary Rate Reference Sheet, not to exceed the established salary rate for pay level 8. Notwithstanding the procedures in Section IV for a former employee being rehired as a CO or a current employee voluntarily moving to a CO position, such an employee who meets the criteria relating to a bachelor s degree or military service as described on the FY FY Salary Rate Reference Sheets shall be placed in the CO career ladder at the pay level of CO III, pay level 3 unless the employee would otherwise be placed at a higher pay level.
An employee may move from one to another of these positions without having a negative impact upon the employee s career ladder advancement. Part-time COs 1. This policy outlines the general terms and conditions of employment for Community Education employees employee. Kitsap County provides eligible employees with a comprehensive benefits program. An employee benefit is anything of value received in addition. Joining the Marathon Oil Team Marathon Oil is committed to fostering an environment of inclusion and mutual respect that promotes individual development and high performance teams while translating our.
Purpose The purpose of this policy is to provide a uniform leave benefit policy. Scope This policy shall apply to all. These holidays are listed below: New Year s Day Martin. Shell Oil Company US Summary of Benefits The information presented in this document is a high level overview of benefits offered to eligible regular full-time and regular part-time Shell and Motiva. Policies of the University of North Texas Chapter 5 Application of Policy. All Faculty and Staff Definitions.
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While your. Son or daughter, including. Sick Leave Original Implementation: Unpublished Last Revision: April 25, Regular, consistent attendance and punctuality is expected of all university faculty and staff, as well as the proper use of. In carrying out their instructional responsibilities at CSM, faculty members. Established a policy stating that unused annual leave. Sick Leave Original Implementation: Unpublished Last Revision: November 2, Regular, consistent attendance and punctuality is expected of all university faculty and staff, as well as the proper use.
Regular faculty and staff members of the University of North Texas Health.